Chp 11 Flashcards
(25 cards)
Conflict
process in which one party perceives that its interest are being opposed or negatively affected by another party
Negative consequences of conflict
lower performance, higher stress, higher dissatisfaction, less info sharing and coordination, increased organizational politics, wasted resources, weakened team cohesion
Positive consequences of conflict
better decision making (through logic tests, questioning assumptions, creative thinking), more responsive to changing environment, stronger team cohesion (when conflict is between team and outside opponent)
Task conflict
people focus the discussion around the issue (ie the task) in which different viewpoints occur while showing respect for the people involved
Relationship conflict
people focus discussion on the qualities of the people in the dispute, rather than the task
Conditions to minimize relationship conflict
- high emotional intelligence
- strong team development
- norms supporting psychological safety
Sources of conflict
incompatible goals, differentiation, interdependence, scarce resources, ambiguous rules, poor communication
Win-win orientation
belief that conflicting parties will find mutually beneficial solution to disagreement
win-lose orientation
belief that conflicting parties are drawing from a fixed pie, so the more one party receives, the less the other can receive
5 conflict handling styles
Problem solving, forcing, avoiding, yielding, compromising
Forcing
high assertiveness, low cooperation. best when quick solution is required, highest risk of relationship conflict
Avoiding
low cooperation, low assertiveness. best when cost of resolution outweighs benefit but may not actually resolve conflict
Yielding
High cooperation, low assertiveness. best when the issue is of low importance to you but can set expectations for future conflicts
Problem solving
High cooperation, high assertiveness. best for complex issues
Compromising
balanced cooperation and assertiveness. used when parties have equal power, may result in suboptimal choice
Subordinate goals
goals that the conflicting parties value and whose attainment requires the joint resources and effort of those parties
Strategies to reduce interdependence
create buffers, use integrators, combine jobs
Third Party conflict resolution
any attempt by a relatively neutral person to help conflicting parties resolve their differences
Third Party intervention options
arbitration, inquisition, mediation
Negotation
the process whereby two or more conflicting parties attempt to resolve their divergent goals by redefining the terms of the interdependence
BATNA
Best Alternative to Negotiated Agreement. the best outcome you might achieve through some other course of action if you abandon the current negotiation. Having more than one increases your power
Distributive negotiation
Aligns with win-lose, negotiator believes in fixed pie
Integrative negotiations
Aligns with win win, negotiator believes resources are expandable. Most common when multiple topics
Negotiation process
Gather information, manage concessions, manage time, build the relationship
